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Jha, Sumi
- Managerial Practices, Transformational Leadership, Customer Satisfaction and Self Efficacy as Antecedents of Psychological Empowerment
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Authors
Sumi Jha
1
Affiliations
1 National Institute of Industrial Engineering Vihar Lake Road, Mumbai 400 087
1 National Institute of Industrial Engineering Vihar Lake Road, Mumbai 400 087
Source
Journal of Management Research, Vol 13, No 2 (2013), Pagination: 105-117Abstract
The purpose of the present research is to study the influence of transformational leadership, self efficacy, management practices, and perception of customer satisfaction on psychological empowerment. Perception of customer satisfaction is a mediating variable as it is driven by managerial practices and leading to psychological empowerment. The data were collected from three leading Indian Information Technology (IT) organizations during the period of two months using standard questionnaire. 130 managers and 180 executives who interacted on the day to day basis with their clients/customers participated in the exercise. Hypothesis testing was done using Structural Equation Modeling (SEM). The results indicate the acceptance of all the direct and indirect relationship as hypothesized with psychological empowerment. Perception of customer satisfaction emerges as the most important antecedent of psychological empowerment.Keywords
Transformational Leadership, Self-efficacy, Management Practices, Perception of Customer Satisfaction, Psychological Empowerment
References
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- Organizational Culture and Commitment:A Study at Indian IT and ITES Sector
Abstract Views :791 |
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Authors
Affiliations
1 National Institute of Industrial Engineering Near Vihar lake, Powai, Mumbai, 400087, IN
2 Narsee Monjee Institute of Management Studies, Vile Parle (w), Mumbai, 400056, IN
1 National Institute of Industrial Engineering Near Vihar lake, Powai, Mumbai, 400087, IN
2 Narsee Monjee Institute of Management Studies, Vile Parle (w), Mumbai, 400056, IN
Source
Journal of Management Research, Vol 14, No 4 (2014), Pagination: 227-238Abstract
The main purpose of the study was to find out the relationship between organizational culture and employee commitment and also to see whether commitment in organizations is a function of gender and employee age. The sampling was purposive. The data was collected from 152 executives employed in IT and ITes sector. The measures used were scales on Organizational commitment (Allen and Meyer 1990) and Organizational Culture (Koteshwara, Srinivasan and George, 2005). Result finding reveals the significant positive relationship between organizational commitment and culture. Out of the three types of commitment that is Normative, Affective and Continuance Commitment, affective commitment has emerged as the strong positive predictor of organization culture in IT and ITES sector in India. Results with respect to employees' demography show that organizational commitment varies with different age group of employees and there is no difference in male and female employees about the perception of organizational commitment. However the mean value of organizational commitment for male employees is higher than the female employees. The finding can be of high value for practicing managers. Managers can groom affective commitment among employees and can observe the rippling effect it creates in the organization. Diverse employee base will also help in establishing the culture or transferring the culture from one generation to the other. The paper is an original piece of research and has brought up the much contemporary issue of organizational commitment and culture.Keywords
Organizational Commitment, Affective Commitment, Culture, Gender, Age.- Human Resource Practices in Indian SMEs – An Exploratory Study
Abstract Views :165 |
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Authors
Affiliations
1 National Institute of Industrial Engineering, Mumbai, IN
1 National Institute of Industrial Engineering, Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 4 (2015), Pagination: 680-695Abstract
The growing potential of Small and Medium size Enterprises (SMEs)as nurseries for entrepreneurship, employment and innovation is well recognized. Efficiently managed human resource practices significantly contribute to organizational performance. The objective of this research is to explore the human resource policies and practices in Indian SMEs. A qualitative study on eight SMEs in India was undertaken to examine the existing human resource (HR) practices areas across the HR value chain (recruitment, training, performance management and compensation).- Human Resource Development Management & Training as Antecedents for Strategy Integration
Abstract Views :242 |
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Authors
Affiliations
1 Organizational Behavior & Human Resource Management, IN
2 Strategy Management, National Institute of Industrial Engineering, Powai, Mumbai 400087., IN
3 Human Resource Management and Organisational Behavior, Goa Institute of Management, Goa, IN
1 Organizational Behavior & Human Resource Management, IN
2 Strategy Management, National Institute of Industrial Engineering, Powai, Mumbai 400087., IN
3 Human Resource Management and Organisational Behavior, Goa Institute of Management, Goa, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 1 (2016), Pagination: 129-143Abstract
This study develops a model by establishing the relationship of strategy integration with human resource development management, training, leadership and organization structure. The study was conducted by a structured survey questionnaire on 402 managers of manufacturing organizations in India, employed in both private and public sector firms. The data was analyzed using SPSS 20 and AMOS 18 for structural equation modeling.The results of the study indicated that the exogenous variables were human resource development management and training. The intervening variables were leadership and organization structure. The endogenous variable was strategy integration.- Cognitive Dissonance:A Study of Post Purchase Behavior of Consumers in the Context of Financial Products
Abstract Views :180 |
PDF Views:3
Authors
Affiliations
1 Department of Marketing, K. J. Somaiya Institute of Management Studies & Research, Mumbai, IN
2 Department of General Management, NITIE, Mumbai, IN
1 Department of Marketing, K. J. Somaiya Institute of Management Studies & Research, Mumbai, IN
2 Department of General Management, NITIE, Mumbai, IN
Source
International Journal of Innovative Research and Development, Vol 5, No 3 (2016), Pagination: 148-153Abstract
This research paper aims to study the dynamics of Cognitive Dissonance in the context of Financial Products. The study shall explain the relationship between Cognitive Dissonance and its effect on Brand Recommendations in the context of Financial Products.
Design/ Methodology – A survey was conducted among the customers who had bought a financial product recently from any recognized financial institution in India. Scale developed by Sweeney et al. (2000) was used to measure the magnitude of dissonance for 2 factors – “Concern for Deal” & “Wisdom of Purchase”. The responses were collected through Google Form using convenience sampling.
Findings – The research found that there was no significant difference in the levels of Cognitive Dissonance due to Demographic Factors such as Age, Gender, Education, while it was observed that students felt high and medium levels of cognitive dissonance after purchasing a financial product. There was no difference between the levels of cognitive dissonance due to the different types of sellers. The type of product also did not affect the levels of cognitive dissonance except a little influence among Insurance buyers. There was a slight difference in the levels of cognitive dissonance due to few alternatives explored and none or many alternatives explored. Customer who explored few alternatives experienced more cognitive dissonance as compared to those who explored none or many alternatives. The relationship between Cognitive Dissonance and Brand Recommendation was found to be quite consistent and the research inferred that with low levels of cognitive dissonance the propensity to recommend the brand gets higher.
Practical Implications- The arousal of cognitive dissonance after the purchase decision taken can be a major concern for marketers as it can result in order cancellations before use, loss of trust for the brand and loss of word of mouth resulting in negative Brand Recommendations.
Social Implications- Marketers are responsible for Sales Volume as well as Profits for their organizations. However, they are also responsible for creating happy and loyal consumers for a win-win situation in a sales oriented transaction.
Keywords
Cognitive Dissonance, Financial Products, Post Purchase.Full Text
- Revisiting Managerial Competencies-Literature Review
Abstract Views :153 |
PDF Views:3
Authors
Affiliations
1 National Institute of Industrial Engineering, Vihar Lake, Powai, Mumbai, Maharashtra, IN
1 National Institute of Industrial Engineering, Vihar Lake, Powai, Mumbai, Maharashtra, IN
Source
International Journal of Innovative Research and Development, Vol 5, No 4 (2016), Pagination: 328-338Abstract
The purpose of this article is to cite a review on the concepts of managerial competencies used by managers by examining the importance and frequency of use of managerial competencies applied to various organizations from different industries. There is a lack of studies done on assessment of approach to identify managerial competency which revealed that managerial competencies, according to managers, are determined by their personal traits and skills acquired during the development process. It was found that studies recognized the difficulties inherent in preparing an all-time suitable competency framework. In particular, those associated with the variety, complexity and universality of the skills, attitude and knowledge which executives require within a changing environment. It becomes essential to study managerial competencies and competency management as a topic of research, so that appropriate training programs for management staff get a basis to develop effective professional development programs. A focused recruitment and performance management tool may be developed with the help of competency clarity. The paper serves as a collection of basic concepts of competency and provides with a structured body of the competency management phenomenon.
Keywords
Managerial Competency, Human Resource Management, Competency Framework.Full Text
- Development of a Firm Level Strategic Shared Leadership Scale
Abstract Views :151 |
PDF Views:0
Authors
Affiliations
1 National Institute of Industrial Engineering (NITIE), Vihar Lake Road, Mumbai-400087, IN
1 National Institute of Industrial Engineering (NITIE), Vihar Lake Road, Mumbai-400087, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 52, No 3 (2017), Pagination: 499-514Abstract
The concept of shared leadership at strategic level has been examined in this article. Strategic shared leadership has been defined as the process of two or more leaders based on formal structure and their informal influence shapes strategic decisions of organizations. Data was collected based on structured questionnaire survey of managers and analyzed using exploratory and confirmatory factor analysis. A scale has been developed to operationalize the concept which has five factors: Informal Authority Base, Financial Decision, Future Direction Setting, Open Communication, Organizational Change, and Formality. The factors are made up of items characterizing the shared leadership process based on collective decision-making, informal and formal sharing of roles and responsibilities.- Effectiveness of Performance Management System
Abstract Views :227 |
PDF Views:1
Authors
Sumi Jha
1,
Suman Kumar Jha
2
Affiliations
1 National Institute of Industrial Engineering, Mumbai, IN
2 Human Resource Department, Indian Register of Shipping (IR Class), Mumbai, IN
1 National Institute of Industrial Engineering, Mumbai, IN
2 Human Resource Department, Indian Register of Shipping (IR Class), Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 1 (2018), Pagination: 79-93Abstract
The purpose of the article is to understand the effectiveness of performance management system of organization. Authors have tried to extract the parameters of performance management effectiveness from employees of the organization. HR employees of the organization were facilitators. This article has based its argument on agency theory. Thus, based on the results a framework of effective performance management system (PMS) has been proposed.References
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- Development of Managerial Competency Scale:A Telecom Sector Study
Abstract Views :176 |
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Authors
Affiliations
1 National Institute of Industrial Engineering (NITIE), Vihar Lake, Powai, Mumbai 400087, IN
1 National Institute of Industrial Engineering (NITIE), Vihar Lake, Powai, Mumbai 400087, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 54, No 2 (2018), Pagination: 321-333Abstract
Managerial competencies engender employees’ effective job performance and are a great tool for exploring the unknown potential of employees through appropriate human resource practices. Measuring managerial competencies is a method of knowing the underlying characteristics of an employee and its conduciveness for a particular job. This study develops a scale to gauge the presence of managerial competencies in managers contributing in organizational growth. Telecom industry was selected for research and sample identified was its middle level managers of whom 108 were studied. Since these managers liaison between top and lower level employees, their competencies define organizations’ success. The Managerial Competency Scale measured Analytical Thinking, Interpersonal Relationship, Decision Making, Emotion Handling and Innovativeness.References
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- Determinants of Team Performance: Mediating Role of Team Reflective Learning & Team Trust
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Authors
Sumi Jha
1,
Nitin Vazirani
2
Affiliations
1 Associate Professor (OB & HR Area), National Institute of Industrial Engineering (NITIE), Mumbai 400087, IN
2 Professor (OB & HR Area), SIES College of Management Studies, Navi Mumbai, IN
1 Associate Professor (OB & HR Area), National Institute of Industrial Engineering (NITIE), Mumbai 400087, IN
2 Professor (OB & HR Area), SIES College of Management Studies, Navi Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 56, No 3 (2021), Pagination: 521-536Abstract
The purpose of the study is to understand the effect of team efficacy, team composition, team trust and team reflective learning on team performance of an informal sports team organi sed duri ng Indian festival Janamashtami. We contacted teams which performed the sport during the Janamashtami festival. The team members are termed as Govinda’s. The team was contacted during practice session to get data at the right frame of mind. The study collected sample from 50 Govinda teams, havi ng 434 t eam members. Resul t s showed significant relationship of team efficacy and team composition with team performance. The mediating effect of team trust and team reflective learning was also significant.References
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